Racial-ethnic minorities (i.e., those who do not identify as White alone, not Hispanic or Latinx) compose about 40% of the U.S. population. Social justice initiatives resulted in the government providing protections for such minorities in the workplace. In addition, organizations have enacted policies to foster a supportive diversity climate in their spaces. A supportive diversity climate has been found to result in a positive impact on employees’ affective and achievement outcomes. Nevertheless, to the author’s knowledge, employee perceptions of what specific efforts are viewed as a supportive diversity climate are not well-investigated; and replications of diversity studies in the organizational science literature are sparse. Therefore, Study 1 sought to partially replicate that of Triana and García (2009), who researched the association of perceived racial discrimination on procedural justice as moderated by perceived organizational efforts to support diversity. Of the two hypotheses chosen for replication in Study 1, one was supported: controlling for gender, age, minority status, work experience, student status, and employment status, higher perceived workplace racial discrimination was negatively associated with procedural justice (β = -.33, p = 0.001). Study 2 used topic modeling to inquire into what U.S. employees perceive as organizational diversity, equity, and inclusion efforts (separately). Evidence showed participants perceived their organizations’ diverse hiring, training/education, celebration of events, and employee resource groups as efforts to promote diversity; equal treatment of employees, standardized organizational processes, employee voice, and pay equity as efforts to promote equity; and social events, employee voice, merit-based hiring, and discrimination intolerance as efforts to promote inclusion. The current study contributes to the literature by providing further support of the negative association of perceived racial discrimination and procedural justice in the workplace, along with a taxonomy of perceived organizational diversity, equity, and inclusion efforts. Regarding practical contributions, organizations may in engage in similar efforts to signal a diversity climate but nevertheless should strongly take into consideration the types of efforts that actually result in diverse, equitable, and inclusive spaces.
